Behavior Modification and Needs

In numerous companies, music directors struggle to purify or motivate employee actions or behaviours to set about desired resolutenesss. Many jitneys turn to organisational behavior passing. Behavior modification is utilise in organizations to shape individual behavior though the use of affirmative and minus consequences. Organizational behavior modification relies on several factors including, the virtue of solution, alternative consequences, schedules of reinforcer, and thought homophile needs, to successfully operate.The law of effect states that a person tends to repeat behavior that is accompanied by a gilded consequence. For example, if an employee is sleep withd and encouraged for going above and beyond for a customer, the employee is more possible to repeat this action. For the law of effect to catch ones breath effective, a manager needs to recognize what the employee sees as major consequences, and must be able to serve in a way that the employee resulting see the connection between their actions and the consequence.An employee doesnt always have to learn from personalized experience. The theory of social learning suggests that employees atomic number 18 likely to learn by sight the actions of others and understanding the consequences that others ar experiencing. Through the law of effect, the employee is able to connect the relation of dangerous actions equal good consequences, therefore motivate the employee to act in a positively charged way. Once a manager has indentified the employees behavior, the manager needs to decide on the alternative consequences he/she wants to apply.Alternative consequences include positive reinforcing stimulus, negative reinforcement, punishment, and extinction. The key to alternative consequences is to touch the consequence contingent on the employees reform behavior. Through the use of these consequences, employees and managers get out be able to accurately task the result or pl anned result of an action. Once a manager monitors an employees behavior and learns how often or how rise the employee is performing, the manager cornerstone determine the symbol of consequence to be applied.Once a oftenness has been established the manager can fabricate a standard, or a baseline, against which employee improvements can be made. A manager will then decide of continuous reinforcement or partial reinforcement is called for. continual reinforcement is when reinforcement accompanies each correct behavior by an employee. Partial reinforcement occurs when only some of the correct behaviors are reinforced. Scheduling reinforcement allows a manager to stay consistent in expectations and consequences.Though the behavior modification model is popular amongst organizations, many have criticized its functionality from a human needs perspective. Human needs are a driving force in individual decision making. The behavior modification model focuses on the nature of the items that may motivate a person. However, a manager cannot observe or monitor a persons needs. Because of this, it is important that a manager understand employee needs when utilize the behavior modification approach